HRM Test 2

Identify a warning sign of a weak talent bench.

1. It takes a long time to fill key positions 2. Key positions can be filled only by hiring from the outside 3. Vacancies in key positions cannot be filled with confidence in the abilities of those chosen for them 4. Replacements for positions often are unsuccessful in performing their new duties

As a rule of thumb, a supervisor should spend approximately ____ percent of the time talking during an appraisal interview.

30 to 35

_____ of the fifty U.S. states maintain an employment agency that administers its Unemployment insurance program.

All or Each

An appraisal system that takes into account financial, customer, processes, and learning categories is called:

Balanced Scorecard Approach

Which of the following is NOT one of Marriott's recruiting principles?

Bring in new blood

All of the following questions may be considered appropriate during an interview EXCEPT:

Have you ever been arrested?

Identify a benefit of panel interviews.

Higher reliability because of multiple inputs

_____ are labor markets in which workers are hired into entry level jobs and higher level jobs are filled from within.

Internal labor markets

To which phase of the system model do organization analysis, task analysis, and person analysis belong?

Needs assessment phase

A low selection ratio means:

Only the most promising applicants will be hired

The benefits of the training exceeds the cost of the program when:

ROI>1

_____ refers to how well employees apply what they have learned to their jobs.

Transfer of training

____ interviews are attractive because of their convenience and low cost and they make it easier to interview people in different geographic areas.

Video

Which of the following is an inappropriate interview question?

What is your race?

Which of the following is an inappropriate interview question?

Where were you born?

Which of the following is a performance appraisal approach designed to measure how frequently employees exhibit certain behaviors?

a behavior observation scale

Since the passage of the Drug-Free Workplace Act of 1988:

applicants and employees of federal contractors are subject to testing for illegal drug use

During the selection procedure, an applicant may be rejected:

at any step in the procedure

A coach who recruits a basketball player who has superb shooting skills but lacks ball-handling and defensive skills is employing a _____ selection decision model.

compensatory

An analysis of the sets of skills and knowledge needed for decision-oriented and knowledge-intensive jobs is referred to as:

competency assessment

According to the "Big Five" factors, _____ refers to the degree to which someone is dependable and organized and perseveres in tasks.

conscientiousness

The type of validity assumed to exist when a selection instrument adequately samples the knowledge and skills needed to perform a particular job is:

content validity

Reliability in performance appraisal is measured by:

correlating two sets of ratings made by different raters

The results of a validation study are usually reported in the form of a:

correlation coefficient

If an appraisal focuses on a narrow set of results criteria to the exclusion of other important but less quantifiable performance dimensions, the performance management system may suffer from:

criterion deficiency

The benefits of providing job applicants with a balanced, honest, and realistic portrayal of a job position include all of the following EXCEPT:

enhanced expectations and aspirations

A performance rating error in which the rater is reluctant to give employees either extremely high or extremely low ratings is referred to as a(n):

error of central tendency

Which method of performance appraisal requires managers to place a certain percentage of employees into various performance categories?

forced-distribution method

The artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organizations into management positions refers to:

glass ceiling

Which of the following is NOT a disadvantage of the essay method?

it must follow a job specific format

The appropriate training method for factual materials is:

lecture

The success of campus recruiting can be weakened by all of the following EXCEPT

limiting visits to highly selected campuses

The first step in task analysis is to:

list all the tasks or duties included in the job

Constructs, or traits, include all of the following EXCEPT:

physical ability

Giving applicants a clerical aptitude test and then tracking their performance six months later is an example of:

predictive validity

Listening, accepting, and responding to feelings are essential elements of the _____ performance evaluation format.

problem-solving

The approach to recruitment that informs applicants about all aspects of a job, including both its desirable and undesirable facets, is called:

realistic job preview (RJP)

If one rates an employee's performance largely on the basis of the employee's recent behavior, one commits a:

recency error

Services that are offered to employees who are constantly transferred to different locations are known as:

relocation services

Employees who earn performance-based pay are more _____.

satisfied

Outplacement services are:

services provided by organizations to help terminated find a new job

If one inflates the evaluation of people with whom they have something in common, one commits a:

similar-to-me error

An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is a:

situational interview

The "can-do" factors in selection decisions include:

skills

Freedom from criterion deficiency of performance appraisals refers to the extent to which:

standards capture the entire range of an employees responsibilities

What is usually the first step in the selection process?

submission of resume

Generally, _____ reference checks are preferable because they save time and provide for greater candor.

telephone

A problem with performance appraisal is that it:

tends to focus on short-term objectives rather than long-term learning

Some surveys have shown that _____ is the most popular means of e-recruiting.

text messaging

Learning curves show:

that performance plateaus are natural and are usually followed by spontaneous recovery

The difference between the situational interview and the behavioral description interview is that:

the situational interview is hypothetical, while the behavioral description interview is based upon actual experience

According to a report by the U.S. Merit Systems Protection Board, a quasi-judicial agency that serves as the guardian of federal merit systems, structured interviews are _____ as nondirective interviews to predict on-the job performance.

twice as likely

All of the following are suggested to overcome common drawbacks of on-the-job training EXCEPT:

tying employees pay to their training progress

When an employee is groomed to take over the supervisor's job by gaining experience in handling important functions of the job, it is known as:

understudy assignment

The Uniform Guidelines recognizes and accepts all of the following approaches to validation EXCEPT:

utility validity

The lines of advancement for an individual within an organization are known as:

career paths

As an appraiser, one should try to do all of the following EXCEPT:

change the person, not the behavior

Between the two approaches to selection decisions, the statistical approach is considered superior, although the _____ is the most commonly used.

clinical

Executives who coach, advise, and encourage individuals of a lesser rank are referred to as:

mentors

Some organizations believe that appraisals are useful:

only for highly effective or ineffective employees

The "O" in KSAO stands for:

other factors

One advantage of peer evaluations is that:

peers may furnish more accurate and valid

A validity coefficient of -1.00 indicates a(n):

perfect negative relationship

In light of recent court rulings, HR managers suggest that performance evaluations should meet all of the following legal guidelines EXCEPT:

performance appraisal should rarely be tied to compensation decisions

The appraisal interview should be divided into two sessions, one each for:

performance review and developmental planning